Services
AS SEEN ON:
César's Corporate Clients
 |  |  |  |  |
 |  |  |  |  |
 |  |  |  |  |
 |  |  |  |  |
 |  |  |  |  |
 |  |  |  |  |
 |  |  |  |  |
 |  |  |  |  |
 |  |  |  |  |
 |
Testimonials
Michel Brousset
Country Managing Director L’Oréal UK & Ireland at L'Oréal
César's first engagement with L'Oréal UK & Ireland was via a very inspirational keynote speech to our top 100 managers in the company. It was electrifying and the starting point for us of a new journey towards a healthier, more balanced and more mindful organisation.
The feedback was terrific and we had several requests for him to lead mindfulness workshops at the divisional level as well as becoming the most requested personal coach in our company.
Cesar combines real business experience, with a no non-sense approach to wellbeing, managing stress and mindfulness. The teams and individuals that have engaged with him highlight that his approach is not a cookie-cutter recipe but individualised, realistic and practical.
I would strongly recommend Cesar to individuals or organisations that are looking to start in the journey toward wellbeing.
Hugues Pietrini
Executive Vice President International Distribution at Louis Vuitton - Moët Hennessy
The are some encounters in life that can change you deeply. I have had the chance to meet César and engage in a coaching experience with a strong focus on meditation. César has made a huge impact on me both professionally and personally. Everyone should meditate and apply his teachings. Thank you César!
Deirdre O'Kennedy
Health & Safety Advisor at Aer Lingus
César was invited to deliver sessions to our senior management and other members of our staff on how to increase our capacity for professional wellbeing. Based on evidenced-based research, he made a compelling case for the need to invest in developing the physical, mental and emotional wellbeing of our employees in order to increase productivity, safety and performance.
The feedback from these sessions clearly shows that César is a passionate and engaging speaker, who has the ability to inspire his audience to take clear and decisive steps towards a healthier and more fulfilling professional life. He has been invited by senior management to return and continue fostering the human skills of our employees to keep making our company a great place to work.
Most Recent Articles
Will you shape the new normal or wait for someone else to do it for you?
The key to creating an environment that will allow your talent to thrive.
As some of us are gradually returning to work, wouldn’t it be nice to have a clear understanding of what the new normal actually looks like? Unfortunately, not many companies have a clear return-to-work strategy, and there is a great deal of uncertainty about agile working policies, health and safety, and plans for responding to future potential outbreaks.
Some organisations have had a fragmented approach in communicating their policies with their employees. I understand that things are still evolving, but so is the world of business and companies still have well-structured go-to-market strategies in spite of ever-changing competitive and market landscapes.
Like all strategic plans, a return-to-work strategy can always be reviewed and tweaked, so there is no excuse to not have one even in times of uncertainty. I have heard some executives say, “but I don’t know what the future will look like”. You have the power to create your own future and shape your new normal by, among other things, making sure you integrate the demands and expectations of your employees.
Don’t wait passively for the new normal to slowly unfold and shape itself before you. Be proactive, creative and compassionate – shape an environment that will welcome the talent that you protect and preserve.
If you don’t take action, the new normal will be shaped by someone or something other than yourself, and you might not like what that new normal looks like.
Always at the service of your wellbeing,
César
Read More
Why leaders’ response to the pandemic has fallen short
There is a significant divide between what leaders think their companies are offering in terms of employee support and how employees think and feel about it.
Do you believe that you are providing sufficient support to your team during this return-to-work phase? Are you investing enough in the wellbeing of your employees? According to recent research from the IBM Institute for Business Value, you may not be doing as much as your employees actually need.
The study, which gathered data from thousands of executives and employees in over 20 countries, showed that there is a significant divide between what leaders think their companies are offering in terms of employee support and how their employees think and feel about the actual support they are receiving.
For example, 80% of the executives surveyed say that they are supporting the physical and emotional health of their workforce, but only 46% of their employees agree. What’s alarming is that these divergent views extend to almost all of the employers’ responses to the pandemic, from clearly communicating with employees to helping employees to learn the skills required to work in a hybrid (home and office) environment.
I have heard quite a few leaders express their frustration over their efforts not being recognised and appreciated, especially when dealing with the pressures and challenges presented by the current changing and uncertain environment. But the employees are under pressure as well as they try to keep themselves healthy and safe whilst delivering on their professional responsibilities.
If leaders don’t step up their efforts significantly and start to offer first-level support to meet their people’s wellbeing needs, they will see their key talent flock like migratory birds to companies that did decide to invest in employee wellbeing as soon as the job market recovers.
After all, the leader’s values will be reflected in their action or inactions.
Always at the service of your wellbeing,
César
Read More
How to strengthen someone’s immune system with an emoticon.
A simple message showing that you care, can make your dear ones/someone healthier.
Some of us have been better able to cope with the social isolation brought to us by the travel and movement restrictions, than others. Perhaps you have found a way to uplift your mood and build a level of emotional resilience that has allowed you to see things through.
If this is the case, I’m happy for you, but that means the job is half done.
It’s our responsibility to reach out to others regularly, whether they are family, friends or co-workers, and make sure that they are not feeling the physical, mental and the obvious emotional struggles of loneliness.
Social interaction is so hard-wired in us that isolation tricks our body into thinking it’s in danger. When our brain senses that we are lonely, our nervous system activates the fight-or-flight response, and our immune system turns off some of our antiviral defences. To make things worse, in its quest to divert resources to deal with this perceived threat, our immune system turns on an inflammatory reaction that raises the risk of contracting innumerable ill-health conditions.
That’s why I’d like to encourage you to reach out to at least one person a day who you think would benefit from social contact. It just takes a voice message, a text, an email, an emoticon or a phone call to help people in our immediate social network to be less exposed and debilitated by the experience of loneliness.
I read somewhere that “lonely is not being alone; it’s the feeling that no one cares”.
Prove them wrong and show them that you care.
Always at the service of your wellbeing,
César
Read More
A simple 4-step process to transform limiting beliefs into empowering beliefs
How we manage our limiting beliefs will have profound implications in our development.
When was the last time you heard yourself say “I won’t be able to do this”, or “I don’t think I’ll be able to manage”? In my case it was yesterday, and most likely the day before that as well. Everyone without exception experiences limiting beliefs – it’s part of being human.
How we manage those limiting beliefs has profound implications on our development as professionals, parents, partners and almost every role we engage with in life. If you have been entertaining a specific limiting belief that has been holding you back for quite some time, there is a simple yet very effective 4-step process for how to turn things around for yourself.
Step 1: – Awareness – Identify the limiting beliefs that are holding you back (I’m not good enough to accomplish X, I’m not smart enough to become Y, etc.).
Step 2. – Reflection – Ask yourself the following questions: What would I be without this belief? Who could I become without this belief? What is the opposite experience of this belief?
Step 3. – Affirmation – Inspired by the energy of your deep reflection, write down your new positive belief (I am good enough to accomplish X, I am smart enough to become Y, etc.).
Step 4. – Recall – Every time your limiting belief decides to crop up in your mind, counter that thought with your new positive belief by saying it out loud. This action will reinforce the neural pathway in your brain that supports the new positive belief.
Simple, powerful, and evidence-based. Give it a go and become the person you aspire to be.
Always at the service of your wellbeing,
César
Read MorePopular Posts
Photostream
